The University of Wisconsin- Madison ADVANCE Program: Progress to Date Jennifer Sheridan, Molly Carnes, & Jo Handelsman, University of Wisconsin-Madison
The University of Wisconsin- Madison ADVANCE Program: Research Progress to Date Jennifer Sheridan, Molly Carnes, & Jo Handelsman, University of Wisconsin-Madison
Women in Science & Engineering Leadership Institute (WISELI) Research institute formed as a result of ADVANCE grant Campus-wide, visible entity Interdisciplinary Physically located in College of Engineering (deans suite) Central coordination of all ADVANCE activities
Women in Science & Engineering Leadership Institute (WISELI) Mount new initiatives that fill gaps in UW- Madison s environment Evaluate impact of both old and new initiatives Perform research to better understand the forces affecting women s progress in academic science and engineering Develop a visible presence on campus Disseminate best-practices
WISELI People Co-Directors Molly Carnes, Prof. of Medicine Jo Handelsman, Prof. of Plant Pathology Research Director Jennifer Sheridan, Ph.D., Sociology Leadership Team Plant Pathology, Industrial Engineering, Physics, Mechanical Engineering, English/Linguistics, Program Evaluation, Sociology, Ob/Gyn, Ed. Policy Studies, Biology, Electrical & Computer Engineering, Chemistry
First Year: Data Collection Efforts Town Hall Meetings Interviews with women faculty and academic staff Survey of faculty and academic staff Discourse Analysis Ethnographic Study Hiring Committee Training Study NSF-Mandated Statistics
Town Hall Meetings Purpose Introduce WISELI Ask women in science & engineering to rank initiatives Methods Automatic Response System Appreciative Inquiry Ranking Sample Women faculty and academic staff in biological and physical sciences (and anyone else who wanted to come!)
Interviews with women faculty and academic staff Purpose: Inform design of survey Establish baseline against which to compare at end of grant Provide background for ethnographic study Identify future issue studies
Interviews with women faculty and academic staff Interview protocol: Career path Hiring process Departmental work environment Work/life balance Future goals Role of gender in career
Interviews with women faculty and academic staff Sample Stratified random sample 26 faculty members 15 academic staff members Interviews completed summer, 2002
Survey of Faculty and Academic Staff Purpose: Research on gender differences among faculty and/or academic staff in hiring, promotion, tenure, climate, etc. Identify future issue studies Create model of departmental climate Evaluate specific existing campus programs Evaluate programs over time
Survey of Faculty and Academic Staff Topics covered: Hiring Process Tenure Process (Evaluation and Promotion Process for academic staff) Professional Activities Time allocation Resources Committee & Administrative leadership Satisfaction with UW-Madison UW-Madison Programs and Resources
Survey of Faculty and Academic Staff Topics covered (cont d): Sexual Harassment Balancing Personal and Professional Life Childcare/Eldercare Spouse/Partner s Career Health Diversity Issues at UW-Madison Gender, Race Personal Demographics Includes department
Survey of Faculty and Academic Staff Sample 100% of faculty Provost provided funds to extend sample 62% response rate 50% sample of selected academic staff titles Teaching staff: Faculty Associate and Lecturer Research staff: Scientist and Researcher Clinical staff: Professor (CHS) and Clinical Professor 39% response rate (so far)
Discourse Analysis Purpose Uncover gendered use of language in everyday situations Understand how men s and women s differential use of language contributes to differential evaluations of competence Explore the ignoring my ideas phenomenon Sample Any group of people who meet on a regular basis and agree to be videotaped
Ethnographic Study Purpose Examine the degree to which the organizational structures and divisions of labor within departments, in laboratories, in instructional settings, on grants, and in research collaborations and initiatives, contribute to the production and reproduction of career-impeding gender schemas and hierarchies. Sample Willing departments, chosen on basis of characteristics gleaned from Personal Interviews.
Hiring Committee Training Study Purpose Determine whether training chairs of search committees significantly increases the diversity of candidate pools Sample Science & engineering faculty searches, matched pair design
NSF-Mandated Statistics Purpose Create standard list of gender equity indicators to be collected by all ADVANCE projects Change norms within institutions by making these data important (we pay attention to the data we collect) Evaluate progress achieved by ADVANCE institutions
NSF-Mandated Statistics Topics Covered Numbers/Percentages of Women Department Rank Non-Tenure Line Administrators Endowed/Named Chairs Promotion and Tenure Committees Tenure Promotion Outcomes Years in Rank and Time at Institution
NSF-Mandated Statistics Topics Covered (continued): Attrition Salary Start up packages Space
Watch this space. Watch our website for results this fall We will likely delay publication of survey results until after top administrators have a chance to preview the report Join our listserv to be notified of the posting of results Instructions on the website http://wiseli.engr.wisc.edu